人格特質是影響員工對組織感知與態度的重要因素之一，會進而影響個人 的工作表現與行為。本研究旨在探討人格特質、組織公平感知、幫助行為、敬 業精神及利社會動機等變項之間的關係，藉由網路發放問卷予各產業正職員工 進行資料蒐集，共回收282份有效問卷。本研究利用描述性統計分析、 信度分 析、驗證性因素分析、相關分析與階層迴歸分析，檢驗人格特質、組織公平感 知、幫助行為、敬業精神及利社會動機等變項之間的關係。 本研究結果顯示:(1) 外向性與組織公平感知呈正向關係;(2) 親和性與組 織公平感知呈正向關係;(3) 神經質與組織公平感知呈負向關係;(4) 組織公平感 知與幫助行為呈正向關係;(5) 組織公平感知與敬業精神呈正向關係;(6) 利社會 動機能調節親和性與組織公平感知之間的關係;(7) 利社會動機能調節神經質與 組織公平感知之間的關係。基於上述研究結果，本研究提出管理意涵與未來研 究之建議。 關鍵字:人格特質、組織公平感知、幫助行為、敬業精神、利社會動機;This study aims to investigate the relationships among personality traits, perception of organizational justice, helping behavior, job engagement, and prosocial motivation. Data are collected through online survey and 282 copies of valid response are obtained and analyzed. It is found that both extraversion and agreeableness are positively related to employee perception of organizational justice. Neuroticism is negatively related to perception of organizational justice. Employee perception of organizational justice is positively related to helping behavior and job engagement. Employee prosocial motivation moderates the relationships between agreeableness and perception of organizational justice as well as neuroticism and perception of organizational justice. Drawn on these findings, managerial implications and suggestions for future research are thus discussed. Keywords: personality traits, perception of organizational justice, helping behavior, job engagement, prosocial motivation
